Presents a broad training format undertaken by a public jurisdiction for the successful development of performance standards. The three-hour course includes a lecture, a simulation exercise, and a discussion of the appraisal interview. (Author/CH)

Introduces training personnel to the Instructional Systems Development approach. Presents information on this process for the development and conduct of efficient, effective performance-based training programs. Methodology is presented in five phases: analyze, design, develop, implement, and control. (Author/CH)

Developed two scales to examine the relationship between personality and performance of residential child care workers. The first scale differentiated child care workers from the general population, the second "most effective" from "least effective" child care worker incumbents. Personality characteristics proved to be better…

The study examined differences between successfully employed young adult disabled workers (N=40) and their employers concerning learning, work habits, and independence behaviors in the work place. Results indicated overall employee/employer agreement in successful settings with no significant differences across exceptionalities. (DB)

Determined whether people could obtain outcomes on a complex task that would be in line with differential goal weights corresponding to different aspects of the task. Bank lending officers were run through lender-simulation exercises. Five performance goals were weighted. Demonstrated effectiveness of goal setting with complex tasks, using group…

Explores implications of subjective factors that influence rating processes upon which formal performance appraisal systems are based and presents a strategy for addressing this problem which utilizes the critical incident method to focus objectively on employee behavior. A performance feedback worksheet to be utilized with this appraisal method…

Conducted meta-analysis with 23 studies to assess relationship between supervisory ratings and results-oriented measures of performance. Corrected mean correlation was higher when relative (versus absolute) rating format was used and when composite (versus overall) rating method was used. Differences did not account for all remaining variance…

The practicality of three appraisal instruments was measured in terms of user preference, namely, behavioral observation scales (BOS), behavioral expectation scales (BES), and trait scales. In all instances, BOS were preferred to BES, and in all but two instances, BOS were viewed as superior to trait scales. (Author/ABB)

A significant main effect was found for type of work environment, confirming the hypothesis that public sector supervisors were more lenient in their evaluations of older employees. Female supervisors were found to be more unfavorable in their evaluations of older employees. Implications of findings and suggestions for future research are offered.…

Describes the Martin Marietta Corporation's modular training program that teaches managers to conduct performance appraisals. The article also explains the purposes of performance appraisals, outlines the components of a performance system, reviews the performance appraisal process, and discusses the use of role-playing. (CT)

Discusses four types of telemarketing centers and their human resource needs, selecting the right people for the job, motivating and compensating employees, and handling burnout and turnover. Charts are included illustrating key tasks and job design factors, selection criteria, and training and development factors. (CT)

Considers the relationship between coordinate estimates in components analysis and multidimensional scaling. Reports three small Monte Carlo studies comparing nonmetric scaling solutions to components analysis. Results are related to other methodological issues surrounding research on the general ability factor, response tendencies in…

The Career Ladder Program, one aspect of Tennessee's Better Schools Program, includes a career ladder for all school personnel, substantial incentive pay for performance and responsibility, competency-based performance evaluation for all school personnel, professional development programs addressing needs identified in evaluation, and new…

In this successful 10-year-old Salt Lake City, Utah, personnel evaluation program, every employee is entitled to and guaranteed the protection of due process--shortcomings are identified, assistance provided, and peers involved in employment decisions. Employees who cannot provide satisfactory service or learn the necessary skills are dismissed.…

The results of a study of employee satisfaction with three types of performance appraisal are reported. The three appraisal forms used in the study were Behaviorally Anchored Rating Scales (BARS), Graphic Rating Scales (GRS), and Mutually Identified Duties and Responsibilities (MI). (MLW)